So, when he met the team at Pixar, he would need to quickly understand what was happening there. Andy Raskin, a San Francisco-based strategic messaging professional, wrote about Jobs' tactic in a Medium post.
Jobs would start by arranging sessions with Pixar's different teams. Around a dozen people were in each meeting, Raskin wrote.
He would then single out a person in each session and say: "Tell me what's not working at Pixar."
The person would give their reply and Jobs would ask others if they agreed.
Then Jobs picked a new employee and say: "Tell me what's working at Pixar."
In each team session, Jobs would continue alternating between these two questions that until he felt he understood the problems that team faced.
Anything but 'Any questions?'
Leaders know they need feedback. But few employees are willing to pipe up with their biggest complaints and challenges.Anyone who's ever been in a big meeting knows that upon hearing "Do you have any suggestions for improvement?" employees often respond with silence or a quick, cheery "Nope!"
Singling out employees in small groups and asking them thoughtful questions avoids the "no questions here" option.
But what are you supposed to ask?
Angie Morgan, Marine veteran and a coauthor of "Spark: How to Lead Yourself and Others to Greater Success," suggested asking:
